Recruiting economics that respect your budget.
We are not a travel or contract staffing firm. Wend Care recruits direct hires — people who join your team, on your payroll, and stay.
The business model
No fees to start
No setup, subscription, listing, or advertising fees. We market your roles with our own budget.
Pay only for successful hires
Our partners pay only a flat fee when a Wend Care applicant is hired and starts work.
~38% below traditional recruiting
Compared with traditional recruiting services, partners save roughly 38% per hire.
Roles we recruit
We focus exclusively on entry-level, direct-hire positions — the roles with the highest volume and the highest turnover:
• Certified Nurse Aides (CNAs)
• Qualified Medication Aides (QMAs)
• Certified Medical Assistants (CMAs, CCMAs, RMAs)
• Patient Care & Emergency Care Technicians
• Certified Phlebotomy & Laboratory Technicians
• Home Health Aides (HHAs)
• Patient Access Representatives
• Workers with lapsed certifications re-entering care
We also encourage promising candidates without clinical experience toward training programs, building your pipeline beyond the current opening.
Built for the realities of long-term care
Nursing homes and senior living communities face the hardest version of this problem: national turnover for CNAs in nursing homes reached 101% in 2020, staffing expectations keep rising, and the toughest openings to fill are evenings, overnights, and weekends.
The roles you reopen most
CNAs, QMAs, and med aides are the center of our talent pool — the same certifications long-term care communities hire for again and again.
Matched to hard shifts
Shift preference is part of matching from the first conversation, so the candidates who reach you actually want the evening, overnight, and weekend openings you struggle to cover.
Sized for LTC budgets
No retainer and no subscription means a single community pays the same way a multi-site chain does: nothing, until a hire starts work.
Three months, one hospital system
For a regional hospital system in northeast Indiana, Wend Care produced 368 applicants for pre-approved patient care roles in three months — 239 of them already holding healthcare certifications — converting to 1–3 hires starting per week.
Questions executives ask us
What does it cost to get started?
Nothing. There are no setup, subscription, or advertising fees. We agree on the roles you want filled, and we pay to market them. You are only charged when an applicant we sent is hired and starts.
How are Wend Care hires tracked?
Through shared ledgers or unique application links — whichever fits your existing process. Nothing to install, no integration project, no new logins for your team.
We already post to Workday and Indeed. How does this fit?
We complement those listings rather than replace them. Our counselors point interested candidates at the exact postings you already maintain and add the personal touch job boards can't — answering questions, fixing résumés, and following up.
Who handles screening and vetting?
You do — by design. Every Wend Care candidate applies through your existing listings and goes through your standard application process, background checks, and credentialing, unchanged. We fill the top of your funnel; your team keeps full control of who gets hired.
Who owns the candidate relationship?
You do. Candidates apply through your listings and are hired onto your payroll. We stay in touch with our talent pool over time, which means we can keep sending people as new roles open.
How fast should we expect results?
Campaigns typically begin producing applicants within the first weeks. In our hospital case study, that meant 4–6 applicants per day and 1–3 hires per week at steady state.